Earlier this month, the Government published a comprehensive Implementation Roadmap for the Employment Rights Bill—describing it as “the most significant overhaul of UK workers’ rights in a generation.” The rollout is now expected to take place through until 2027. Now, in the latest 7 July 2025 amendments, attention pivots to refining critical areas like fire-and-rehire restrictions, confidentiality clauses, and bereavement leave.

Employment Rights Bill 2024: July 2025 Update

New 7 July Amendments

• Ban on gagging clauses for harassment/discrimination: Confidentiality clauses in contracts and settlements will be void if they silence harassment/discrimination allegations.

• Fire-and-rehire softened: Only ‘restricted’ variations (e.g. pay, hours) now trigger automatic unfair dismissal.

• Bereavement leave for early pregnancy loss in the first 24 weeks, including IVF failures.

Revised Timeline Overview

On 1st July 2025, the Government produced a roadmap for rolling out the Employment Rights Bill. There are a lot of changes coming. However, the below details the main changes coming in and the expected implementation dates:

April 2026

• Day‑one paternity and unpaid parental leave.

• First-day Statutory Sick Pay (SSP).

• Fair Work Agency established.

• Union recognition and whistleblowing expansion.

October 2026

• Ban on exploitative fire‑and‑rehire.

• Requirement for employers to take all reasonable steps to prevent workplace harassment and harassment from a third party.

• Tribunal claim window extended to six months.

2027 and beyond

• Full day‑one unfair dismissal protection.

• Right‑by-default flexible working.

• Bereavement leave for early pregnancy loss.

• Minimum hours for zero‑hours workers.

What Employers Should Do Now

Whilst there are no major changes expected to 2026, there are some things that employers can start to do and think about ahead of the changes coming into force, such as:

• Review and update zero‑hours contracts & policies to allow formal guaranteed hours requests.

• Review settlement agreements and contracts for illegal confidentiality clauses.

• Adjust flexibility and dismissal policies for 2026–2027 changes.

• Prepare to review and update sickness, bereavement leave, flexible working and other family friendly policies.